Vice President of Human Resources

A reasonable estimate of the current starting salary rate is $175,000.00 to $200,000.00 

Job Description: Vice President of Human Resources

Job Department: Human Resources

Job Division: Human Resources

Reports to: CEO

Job Location: Based in Southern California

State: CA

Summary / Objective

The Vice President of Human Resources plays a critical role in helping shape the overall HR strategy for the entire

organization, aligning it with our Ultimate Intent, values, and business goals. This leadership position is responsible

for overseeing all HR functions—including talent acquisition, Team Member relations, performance management,

compensation and benefits, and compliance with labor laws—ensuring they reflect our Ultimate Intent of Unlocking

Human Potential. In this role, you will work closely with the executive leadership team to ensure that HR strategies

not only support business objectives but also promote a positive, empowering culture that values integrity,

connection, and excellence. You will lead by example, setting the tone for how we attract, develop, and retain top

talent while nurturing a work environment where every team member has the opportunity to thrive.

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This description reflects assignments of essential functions; it does not proscribe or restrict the tasks that may be

assigned. This job description is subject to change at any time.

? Strategic HR Leadership - Lead HR initiatives that align with the Ultimate Intent of unlocking human

potential and fostering a culture of wellness and engagement. Set a strategic vision that emphasizes a

positive impact on the bodies, minds, and lives of Team Members, creating an environment where people

thrive.

? Talent Acquisition and Workforce Planning - Drive talent acquisition strategies that attract individuals

passionate about service, wellness, and excellence. Develop a workforce plan that anticipates future needs,

ensuring that the right people are in the right roles to support the organization's growth and purpose.

? Employee Relations and Engagement - Promote a culture of connection and full-contact caring, creating

an environment where Team Members feel valued, respected, and motivated to contribute their best. Foster

authentic relationships and open communication, ensuring that every team member feels heard and

appreciated.

? Compensation and Benefits - Design compensation and benefits programs that align with the

organization’s commitment to wellness, energy, and providing for the body and mind. Offer benefits that

energize and support Team Members’ physical, mental, and financial well-being, ensuring competitive and

sustainable rewards.

? Performance Management - Implement a performance management system that supports personal and

professional growth, encouraging excellence and high standards. Use a strengths-based approach to help

Team Members unlock their greatest potential and perform at their best every day.

? Compliance and Risk Management - Maintain a commitment to integrity by ensuring HR policies and

practices comply with legal standards and ethical principles. Proactively manage risks while fostering a

safe and supportive environment for all Team Members.

? Diversity, Equity, and Inclusion - Lead initiatives that promote diversity, equity, and inclusion, creating a

workplace where everyone feels they belong and can contribute fully. Encourage a culture where unique

perspectives are valued, and all voices are heard, fostering growth and innovation.

? HR Data and Analytics - Utilize data and analytics to measure, celebrate, and learn from HR initiatives,

guiding continuous improvement and informed decision-making. Track key metrics related to engagement,

retention, and well-being to assess the impact of HR programs on Team Members’ lives.

? HR Team Leadership - Inspire and develop the HR team, embodying the values of contribution, integrity,

and excellence in all actions. Cultivate an environment where HR team members are motivated to bring

their authentic selves, support each other, and grow with curiosity and ambition.

Competencies

Tier 1: Personal Effectiveness a) Integrity: Honesty, Accountability, and Responsibility.

b) Connection: Authenticity, Intentionality, and Connectivity.

c) Contribution: Curiosity, Ambitiousness, and A Force For Good.

d) Energy: Passionate, Supportive, and Master Moodshifter.

e) Excellence: Motivational, Celebratory, and “Game Day” Ready.

Tier 2: Academic a) Continuing Education: Mindset of and Openness to Always Learning.

b) Growing Others: Patient, Observant, and Solutions Driven.

c) People Skills: Interpersonal, Subtle / Non Subtle Cues, Emotional Intelligence.

d) Business Needs: Reliable, Motivational, Effective Communicator.

Tier 3: Workplace a) Self: Organized, Utilizes Tools / Systems, and Able to Navigate Operating Systems.

b) Team Focus: Communication, Transparency, Inclusion, and Partnership.

c) Guest Focus: Observational, Quality Assurance, Health and Safety Practices.

d) Business Needs: Business Acumen / Ethics, Critical Thinking, Solutions Driven.

Tier 4: Industry a) Leadership: Critical Thinking, Solutions Oriented, Decision Making, and Influential.

b) Communication: Clear, Concise, Delivers the “Why” Behind, and Executes.

c) Collaboration: Team Members, Peers, Support Center, and Partnerships.

d) Community: Relatable, Approachable, Respected, Committed to Cause for Change.

Supervisory Responsibility

The Vice President of Human Resources is a key member of the leadership team and has direct supervisory responsibility

over the Human Resources Department including Recruiting Managers, HR coordinators, HR Managers and

potentially other specialized roles in the HR department.

Work Environment

The Vice President of Human Resources role is primarily office-based but may offer flexibility for remote work, depending

on project needs. This role requires use of office equipment such as computers, telephones, printers, projectors,

scanners, and copiers

Physical Demands

The physical demands for the Vice President or of Human Resources role includes prolonged periods of sitting, occasional

standing for presentations and meetings. The role involves clear verbal and written communication, manual dexterity

for typing and paperwork, and the ability to lift items up to 15-20 pounds. Strong mental focus, attention to detail,

and sustained cognitive effort for multitasking and problem-solving are essential. Interpersonal interactions are

frequent, requiring professionalism and composure.

Position Type / Expected Hours of Work

This is an exempt position.

Travel

The Vice President of Human Resources may occasionally need to visit company locations, attend company meetings,, or

attend industry conferences to stay informed on best practices and emerging trends.

Qualifications

? Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related

field (Master’s degree preferred).

? Minimum of 7-10 years of progressive HR experience, including at least 5 years in a leadership or strategic

HR role.

? Proven track record in leading HR teams and driving successful HR initiatives aligned with organizational

values and Ultimate Intent.

? Strong leadership skills with the ability to inspire, mentor, and develop a high-performing HR team.

? Demonstrated experience in strategic planning and executing HR programs that align with the

organization's goals of unlocking human potential and fostering excellence.

? Ability to lead by example, embodying the values of integrity, connection, contribution, energy, and

excellence.

? Experience in creating and executing effective talent acquisition strategies that attract top-tier talent

committed to wellness, service, and community.

? Strong workforce planning abilities, ensuring future needs are anticipated and aligned with organizational

growth.

Team Member Engagement and Relations

? Proficiency in fostering an inclusive and engaging work culture where Team Members feel connected,

valued, and energized.

? Demonstrated ability to manage Team Member relations with empathy and authenticity, contributing to a

positive and collaborative environment.

? In-depth understanding of designing competitive and comprehensive compensation and benefits packages

that promote Team Member well-being and align with the organization’s commitment to supporting bodies

and minds.

? Proven ability to implement programs that motivate Team Members and foster a high-energy workplace.

? Expertise in implementing performance management systems that prioritize growth, feedback, and

accountability while celebrating successes and learning from outcomes.

? Ability to cultivate an environment of continuous improvement where Team Members are encouraged to

unlock their greatest potential.

? Strong knowledge of HR compliance and legal requirements to build trust and ensure ethical practices.

? Proactive approach to managing risk, creating safe and supportive environments that prioritize the

well-being of all Team Members.

? Demonstrated commitment to and experience in leading DEI initiatives, ensuring that all Team Members

feel seen, heard, and respected.

? Ability to implement policies and practices that foster an equitable and diverse workplace, promoting

innovative and inclusive growth.

? Proficiency in utilizing HR data and analytics to guide decision-making, track engagement, and measure the

success of HR programs.

? Ability to evaluate trends and derive insights that drive continuous improvement and strategic HR practices.

? Exceptional communication skills with the ability to engage with all levels of the organization and build

strong relationships.

? Demonstrated ability to bring an authentic self to interactions, treating each moment as an opportunity to

connect and contribute meaningfully.

? Strong analytical and problem-solving skills with the ability to make decisions that align with the

organization’s values and long-term vision.

? Adept at navigating complex situations with a solution-oriented mindset that emphasizes caring,

contribution, and positive impact.

? Familiarity with modern HR technologies and platforms to streamline processes and improve Team Member

experiences.

? Ability to leverage HR systems for tracking, reporting, and enhancing HR services.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or

responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at

any time with or without notice.

Earthbar, LLC provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion,

sex, national origin, age, disability or genetics. In addition to federal law requirements, Earthbar, LLC complies with applicable state and local laws

governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of

employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Earthbar, LLC expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or

expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Earthbar employees to

perform their job duties may result in discipline up to and including discharge.

Employee signature below constitutes the employee's understanding of the requirements, essential functions, and

duties of the position: Vice President of Human Resources.

A reasonable estimate of the current starting salary rate is $175,000.00 to $200,000.00 

Salary : $175,000 - $200,000